HRIS Compensation Manager

ABOUT WESTGATE RESORTS
Westgate Resorts provides a diverse range of vacation experiences. From sandy beaches on the Atlantic Ocean to snow-covered Utah mountains, families can affordably experience the country's most desirable vacation destinations. A world leader in the timeshare and hospitality industry, Westgate has resorts in Florida, Tennessee, South Carolina, Missouri, Utah, Nevada, and Arizona. Westgate meets every vacation expectation, for every family, for every budget. As we continue growing, we will continue offering the best and most-affordable vacation options out there

Must be able to prioritize and operate in a dynamic environment with competing deadlines. In addition, this position requires strict confidentiality, a high level of accuracy, and the ability to plan and lead projects. To perform this job successfully, an individual must be able to perform each of the essential duties and responsibilities satisfactorily.

Partner with leadership to develop, implement, and administer salary programs, incentive programs, and other components of total rewards systems to attract, motivate, retain, and engage employees. Ensure pay structures remain market competitive and aligned with business strategies, company culture, goals, and standards. The HRIS/Compensation Manager will interact with all levels of leadership and Human Resources to make recommendations, resolve compensation-related questions and issues, and provide analytical reporting support.

Additionally, the person must possess and adhere to the following core company values:

• Integrity
• Passion
• Work Ethic

Essential Duties and Responsibilities

• Create and modify positions as requested by Human Resources and Talent Acquisition.
• Interpret user and client requirements. Develop, maintain, and distribute reports to clients, managers, and users.
• Generate routine reports and design special reports as requested.
• Train and assist HRIS representatives and Admin Reporting Specialists.
• Assist with recommended system design changes and upgrades based on the efficiency of the current system and user needs.
• Maintain time clocks, troubleshoot issues, and order replacement clocks as needed.
• Assist ADP with any upgrades involving ADP Vantage, ADP WFM Time, and Smart Recruiters.
• Assist with the implementation of any new software involving ADP, SFTP, or API connections.
• Provide ad hoc reporting, respond to ad hoc requests, and implement any new wage-setting projects for the company.
• Utilize data analytics to provide valuable reporting to the business.
• Develop and administer total rewards strategies by researching best practices, trends (relative to compensation, reward and recognition, performance measurement, talent development, work-life effectiveness), and employee insights data, in accordance with leadership directives, organizational policies, and state and federal regulations.
• Perform cost and survey analyses to determine the effectiveness and competitiveness of existing and proposed programs. Present findings and creative solutions to leadership.
• Develop, review, analyze, and evaluate new and updated jobs following all regulatory guidelines pertaining to Fair Labor Standards Act (FLSA) exemption status and bona fide job qualifications to minimize potential risks and costly fines for misclassifications. Work with managers to gain a solid understanding of roles and their impact on the organization to evaluate jobs competitively while ensuring internal equity with similar positions.
• Keep abreast of and advise management regarding regulatory changes.
• Manage the preparation and maintenance of job descriptions; assist with revising existing descriptions; maintain the job description database and grant access as needed.
• Participate in industry and compensation surveys to collect and analyze competitive salary information to determine the company’s competitive position and identify new trends regarding pay approaches.
• Create reports and consult with business leaders on how pay works and how to maximize its effectiveness within their respective teams.
• Conduct special compensation projects as requested by leadership.
• Perform other duties as assigned.

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skills, and/or abilities required.

Additionally, five or more years of experience as a compensation professional is required, with a focus on applying consistent compensation practices in analyzing data, developing competitive base pay structures, and other models for pay programs to determine the cost impact to the organization.

Education & Certifications

• Bachelor’s Degree preferred in Human Resources, Finance, or Accounting. A minimum of 7 or more years of experience in HRIS administration and management is required.
• Minimum of 4 or more years of experience in compensation practices.
• Minimum of 3 or more years of experience in a supervisory role.
• Experience with ADP Vantage and ADP Workforce Manager time systems is a plus.
• Must have excellent project management, analytical, technical, interpersonal, communication, organizational, and time management skills.
• Proven customer service experience and skills; proven communication skills with all levels of management, staff, and customers.
• Ability to think broadly, identify, recommend, and implement process and system improvements.
• Highly proficient with Excel, Word, and PowerPoint. Strong data skills, including v-lookups, pivot tables, and formulas.
• Certified Compensation Professional (CCP) is strongly preferred but not required.

Skills/Knowledge

• Proven experience supporting a compensation infrastructure, including job evaluation, market pricing/survey participation, salary structures, and job benchmarking.
• Strong working knowledge of various federal laws such as FLSA, the Equal Pay Act of 1963, the Age Discrimination Act, Safe Harbor guidelines pertaining to the collection of salary survey data, and various other laws that impact the setup and payout of new pay programs, ensuring they are fair, equitable, and minimize exposure to penalties if discrimination or misclassification of exemption statuses are found.
• Ability to handle confidential information with professionalism and diplomacy.
• Strong analytical, problem-solving, organizational, and planning skills.
• Ability to meet commitments on multiple priorities in a fast-paced, dynamic environment while using sound judgment to make accurate, efficient decisions.
• Ability to adapt to changing priorities. Ability to prioritize tasks and recognize when escalation is necessary.
• Intermediate to advanced Excel skills such as v-lookups, pivot tables, and regression analysis to develop models and cost various pay programs.
• Advanced experience using HRIS systems.
• Strong verbal and communication skills.

Supervisory Responsibilities

This role will manage the HRIS team.

Language Skills

• Ability to read and comprehend simple instructions, short correspondence, and memos.
• Ability to read, analyze, and interpret general business manuals, professional journals, and technical procedures.
• Ability to write reports, business correspondence, and procedure manuals.
• Ability to effectively present information and respond to questions from managers.
• Ability to effectively present information in one-on-one and small group situations to clients and other team members of the organization.
• Excellent communication skills, both written and oral.

Reasoning Abilities

• Ability to research, analyze, and synthesize information/data into recommendations and presentations.
• Ability to apply common sense understanding to carry out written or oral instructions.
• Ability to define problems, collect data, establish facts, and draw valid conclusions.
• Analytical thinking and the ability to prioritize.
• Must be able to define problems, collect data, establish facts, and draw valid conclusions.
• Ability to interpret an extensive variety of technical instructions and work with several abstract and concrete variables.
• Ability to prioritize tasks and recognize when escalation is necessary.
• Excellent organizational skills.
• Capable of working on several projects simultaneously.

Why Westgate?

• Comprehensive health benefits – medical, dental and vision
• Paid Time Off (PTO) – vacation, sick, and personal
• Paid Holidays
• 401K with generous company match
• Get access to your pay as you need it with our Daily Pay benefit
• Family benefits including pregnancy, and parental leave and adoption assistance
• Wellness Programs
• Flexible Spending Accounts
• Tuition Assistance
• Military Leave
• Employee Assistance Program (EAP)
• Life, Disability, Accident, Critical Illness & Hospital Insurance
• Pet Insurance
• Exclusive discounts for Team Member (i.e., hotels, cruise, resorts, restaurants, entertainment, etc.) 
• Advancement & development opportunities
• Community Involvement Programs

Westgate Resorts is an Equal Employment Opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability status or any other protected status under federal, state or local law. If you have a disability and believe you need a reasonable accommodation in order to complete your application or any part of the recruiting process, please email WGAccommodations@wgresorts.com with the job title and the location of the position for which you are applying.